為何職業(yè)女性止步于公司中層

Why do so many working moms' careers stall out when they hit middle management? Disagreement over the answer has often sparked hot debate.

為什么很多上班媽媽當(dāng)上中層管理人員后其職業(yè)生涯就陷入停滯?對(duì)這個(gè)問(wèn)題的不同回答往往引發(fā)激烈的爭(zhēng)論。

There are actually many right answers, and most of them emerged in new research and discussion last week at The Wall Street Journal conference on Women in the Economy. Working on the premise that engaging women more fully in the workforce worldwide would spark leaps in innovation and productivity, McKinsey & Co. presented a study showing that women's share of corporate jobs is 53% at the entry level, but falls to 14% at the executive-committee level. Here is a sampling of the reasons that emerged in the study, and in conference discussions: Everett Collection。

女性在中層管理層上面臨的障礙是什么?事實(shí)上，這個(gè)問(wèn)題有很多正確答案。上周《華爾街日?qǐng)?bào)》主辦的“商界女性”(Women in the Economy)論壇中，新的研究和與會(huì)嘉賓的探討也給出了其中很多答案。麥肯錫公司(McKinsey & Co。)發(fā)布了一項(xiàng)研究，以全世界女性更充分地參與到工作中來(lái)能夠促進(jìn)創(chuàng)新和生產(chǎn)力的飛躍為前提，研究表明，在入門(mén)級(jí)公司職位里，女性占據(jù)的比例為53%;但到了執(zhí)行委員會(huì)這樣的高層職位里，這一比例就迅速降到了14%。以下列舉了上述研究和會(huì)議討論中出現(xiàn)的部分解釋：

Discouraging odds. Although 83% of mid-level women have a strong desire to move up to a higher level in their companies, their chances of landing a senior executive job are 60% those of men, Vikram Malhotra, McKinsey's chairman of the Americas, told about 170 attendees. In a statement that was repeated throughout the conference, Malhotra said 'middle-management women get promoted on performance, while middle-management men get promoted on potential.' That means that some women may have to work even harder than their male counterparts to get promoted。

晉升機(jī)會(huì)不大。麥肯錫美洲區(qū)主席馬爾霍特拉(Vikram Malhotra)對(duì)大約170名與會(huì)者說(shuō)，雖然83%的中層職業(yè)女性都有進(jìn)入本公司更高層的強(qiáng)烈愿望，但她們獲得高級(jí)管理職位的機(jī)會(huì)只有男性的60%。馬爾霍特拉在會(huì)議上反復(fù)強(qiáng)調(diào)，中層職業(yè)女性因?yàn)闃I(yè)績(jī)優(yōu)秀獲得提拔，而同處中層的男性則因潛能獲得提拔。這意味著一些女性可能要比男性更加努力才能獲得晉升機(jī)會(huì)。

Lifestyle preferences. Many mother and fathers say they wouldn't take any promotion that hurt their work-life balance, Malhotra says, but women feel a greater need after having kids to limit travel, McKinsey found. And for women at mid-career who have had one or two children, added Sallie Krawcheck, president, global wealth and investment management at Bank of America, in a conference interview, 'it's socially acceptable to go home.'

生活方式的選擇。馬爾霍特拉說(shuō)，很多父母都表示，他們不會(huì)接受會(huì)損害工作與生活平衡的晉升。但麥肯錫的研究發(fā)現(xiàn)，有了孩子之后，女性往往感到更有必要控制出差的次數(shù)。美國(guó)銀行(Bank of America)全球財(cái)富與投資管理部總裁克勞切特(Sallie Krawcheck)在會(huì)議上接受采訪時(shí)補(bǔ)充說(shuō)，對(duì)于那些有了一到兩個(gè)孩子的中層職業(yè)女性來(lái)說(shuō)，“回家”是能夠得到社會(huì)認(rèn)可的行為。

The glass ceiling. As one woman in the McKinsey study said, 'there are no females in upper management in my company.' Without role models, sponsors and mentors in top management, it is hard for women to imagine themselves in those jobs. One perpetuating factor is managers' fear that 'if we promote a woman and she goes out on leave, we won't make our numbers. It's too risky,' Malhotra says。

玻璃天花板。麥肯錫的研究中有一位女性這樣說(shuō)：我供職的公司中沒(méi)有女性擔(dān)任高層管理人員。沒(méi)有來(lái)自高層的榜樣、支持者和導(dǎo)師，女性很難想象自己能走入高層。馬爾霍特拉說(shuō)，一個(gè)長(zhǎng)期存在的因素是老板擔(dān)心如果提拔一位女性，但她外出休假，我們?nèi)耸植粔蛟趺崔k?這樣風(fēng)險(xiǎn)太大了。

Lower pay. Nancy Carter, senior vice president, research, for Catalyst, said her group's study of 5,000 employees worldwide found 'women were placed in lower positions with lower pay in their first jobs' compared with men, 'and the gap increased over time.'

收入較低。Catalyst的公司研究部高級(jí)副總裁卡特(Nancy Carter)說(shuō)她的部門(mén)對(duì)全球5,000名員工的研究發(fā)現(xiàn)，女性的第一份工作往往級(jí)別較低，收入也較低，隨著時(shí)間的流逝，差距越來(lái)越大。

Forbidding child-care costs. If child care eats up your paycheck, working 'isn't worthwhile, unless you absolutely love your job and are willing to take a financial hit for the pleasure of working,' Saadia Zahidi, a director and specialist on women's issues at the World Economic Forum, told the group。

請(qǐng)人照顧孩子的成本太高。世界經(jīng)濟(jì)論壇婦女問(wèn)題專家扎西迪(Saadia Zahidi)說(shuō)，如果照顧孩子的成本吞噬了你大部分收入，工作就變得不值得，除非你非常熱愛(ài)自己的工作，愿為工作樂(lè)趣承擔(dān)財(cái)務(wù)上的沖擊。

Contentment - really. McKinsey found 'women often stay put in jobs if they derive a sense of meaning from the work. More than men, women prize the opportunity to pour their energies into making a difference,' the study says. 'Women don't want to trade that joy for what they fear will be energy-draining meetings and corporate politics' at higher levels of management。

知足。麥肯錫研究發(fā)現(xiàn)，如果能發(fā)現(xiàn)工作的意義，婦女往往愿意留在原工作崗位。研究表明，比起男性，女性更看重能注入她們精力做出改變的機(jī)會(huì)。女性不愿意放棄這樣的樂(lè)趣去換取高層管理職位，她們擔(dān)心身處高層要面對(duì)大量勞神費(fèi)力的會(huì)議和公司政治。

Readers, have any of these factors affected your career decisions? Are there other factors that are left out? Which do you think have the most powerful effect on working parents? Are the career influences changing for women?

親愛(ài)的讀者，上述因素是否影響過(guò)你的職業(yè)決定?是否遺漏了其它一些因素?你認(rèn)為對(duì)于上班的父母來(lái)說(shuō)，哪一個(gè)因素影響最大?對(duì)于女性來(lái)說(shuō)，影響職業(yè)的因素是否有變化?